Nine connected disciplines — delivered by a senior advisor with three decades of executive HR experience.
Choose a time that works for you — confidential, complimentary, and focused on what you're navigating.
Open Calendar →Choose a time that works for you — confidential, complimentary, and focused on what you're navigating.
Open Calendar →Plenary talks for conferences, executive retreats, and association events.
Half- and full-day workshops for executives and senior managers.
Cohort programs that build leadership behaviors over weeks, not hours.
Intact-team sessions focused on trust, accountability, and execution.
Curriculum design and LMS strategy for in-house leadership academies.
Tailored programs for boards, executive teams, and specialized audiences.
Senior Certified Professional · Society for Human Resource Management
Keller Graduate School of Management
Law & Public Policy · Liberty University (in progress)
Active license supporting benefits design engagements
Senior Certified Professional designation, independently verified through Credly's digital credential platform.
Executive advisory, workforce strategy, and expert witness practice.
HR leadership across Firestone, FedEx, National City Bank, Aetna, and others.
Nearly a decade teaching HR and leadership at the post-secondary level.
Independent analysis on harassment, FMLA, wrongful termination, and related claims.
Aging workforce, contract complexity, union dynamics, and changing student demographics.
Workforce planning, leadership pipelines, and policy modernization tailored to academic governance.
Stronger leadership benches and reduced grievance exposure.
Layered regulation, civil service constraints, and political turnover stretch HR capacity.
Operating-model design and counsel that respects statutory and merit-system realities.
Faster decisions, better continuity, defensible practice.
Public-facing workforces under sustained pressure with limited surge capacity.
Strategic workforce planning, training, and risk reduction for sustained service delivery.
Resilient teams and higher community trust.
Mission-driven cultures under-resourced for the talent strategy growth requires.
Pragmatic HR infrastructure that protects culture while professionalizing operations.
Scalable people practice without bureaucracy.
Clinical talent shortages, leader burnout, and regulatory burden compound risk.
Leadership development, retention strategy, and compliant employee-relations practice.
Stronger leaders, calmer operations, safer care.
Strategy, M&A, and reorganization expose people gaps not visible from financials.
Executive advisory and integration support for growth and transformation moments.
Successful integrations and aligned leadership teams.
Pressure-test major people decisions with a senior, independent perspective.
Surface unspoken misalignment in the executive team and resolve it.
Translate enterprise strategy into the structure, roles, and behaviors required.
Architect large-scale change with clear sequencing and stakeholder narratives.
Codify the few behaviors that distinguish high-trust organizations.
Independent counsel to boards on CEO succession, executive risk, and people governance.
Based in Cleveland, Ohio, David provides Human Resources expert witness services for attorneys across the United States. For an initial intake conversation, contact David directly.
Allegations of sexual harassment, workplace discrimination, or retaliation carry significant financial and reputational risk. As a seasoned HR expert, David provides objective, evidence-based analysis to support legal teams in evaluating claims, policies, and organizational responses.
FMLA-related disputes are often complex and nuanced. With deep expertise in federal compliance and HR best practices, David assists attorneys in clarifying employer responsibilities, assessing procedural adherence, and identifying critical gaps in documentation or decision-making.
With decades of experience and national HR certifications, David brings clarity and authority to wrongful termination claims. He assesses employment practices, disciplinary actions, and termination procedures to determine alignment with industry standards and legal requirements.
Independent review of internal investigation methodology, witness handling, and documentation — assessing whether the process meets the standard of care expected of a competent HR function.
Analysis of employee handbooks, written policies, training records, and management decisions against generally accepted HR practice and applicable federal and state requirements.
Practical, defensible perspective on causation, comparator analysis, and employer/employee actions that bear on damages and mitigation in employment matters.
David brings over three decades of Human Resources leadership and strategic insight to executive teams, boards, and legal counsel. His expertise spans the full spectrum of workforce strategy, organizational design, and people risk.
His career has been shaped inside complex, regulated organizations — government, aviation, healthcare, retail, banking, insurance, and transportation — across U.S. and international operations in Canada, Mexico, and the European Union. That breadth gives him a rare ability to translate executive intent into workforce reality, and to recognize the patterns that quietly erode performance long before they surface in a P&L.
Today he advises CEOs, boards, general counsel, and HR leaders on the people decisions that carry the most weight — and is regularly retained as an expert witness in HR and employment matters where independent, credentialed judgment is essential.
Early career across multi-site organizations building compliance and operational discipline.
Senior HR roles supporting Firestone, FedEx, National City Bank, Aetna, and others.
Led HR initiatives across the United States, Canada, Mexico, and the European Union.
Recognized as a Senior Certified Professional by the Society for Human Resource Management.
Founded HR Expert Consultants to advise executives, boards, and legal counsel.
Currently completing a Ph.D. in Law & Public Policy at Liberty University.
In many organizations, HR only becomes a priority after a problem occurs. My work is to help leaders, boards, and counsel see what sound, defensible, people-first practice looks like — before it is tested.
Executive advisory, workforce strategy, and organizational effectiveness counsel for leaders making critical people decisions.
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